Senior Network Resource Group Professional

Become a part of our caring community Become a part of our caring community and help us put health first. Humana's ability to put health first starts with a strong culture and associate experience. We are committed to a workplace where associates feel included, connected, engaged, and empowered to do their best work. Network Resource Groups play a key role in advancing inclusion, belonging, engagement, and the Humana Way across the enterprise. They build community, elevate associate voice, support development, and provide insights that help Humana better serve associates, members, patients, and communities. The Senior Network Resource Group Professional is a key partner in supporting the operations, governance, measurement, and enterprise alignment of Humana’s Network Resource Groups (NRGs). Working closely with the Inclusion and Engagement Director, NRG Lead, NRG leaders, executive sponsors, HR Business Partners, and other stakeholders, this role helps turn NRG strategy and enterprise priorities into practical actions that strengthen inclusion, belonging, engagement, and associate connection. This role helps position Network Resource Groups as strategic accelerators that strengthen associate experience, talent outcomes, leadership capability, culture priorities, and enterprise business objectives. Working closely with NRG leaders, executive sponsors, HR partners, and business stakeholders, the Senior Professional helps translate NRG strategy into action through governance, leader enablement, project execution, measurement, and continuous improvement. The role helps ensure NRGs operate consistently, demonstrate impact, and deliver meaningful value for associates, leaders, and the enterprise. Serves as an experienced inclusion advisor responsible for leading complex initiatives, assessments, and governance activities. Applies broad expertise in inclusion, organizational effectiveness, employee experience, and workforce practices to deliver data-informed recommendations that address business challenges and mitigate organizational, workforce, regulatory, and reputational risks. Independently manages significant projects, influences cross-functional stakeholders, and contributes to the evolution of enterprise inclusion strategies, frameworks, and practices. Key Responsibilities NRG Operations, Governance, and Enablement Partner with NRG leaders, executive sponsors, and stakeholders to align NRG activities with enterprise priorities, culture goals, talent outcomes, and business needs, helping position NRGs as strategic accelerators that drive associate engagement, leadership development, and organizational impact. Support and strengthen NRG governance, operating standards, resources, and accountability practices. Maintain core tools and materials, including playbooks, charters, onboarding resources, templates, and guidance. Ensure NRG resources remain current, accessible, and easy to use. Cross-NRG Collaboration and Initiative Support Coordinate cross-NRG initiatives, programs, events, and engagement activities aligned with enterprise and Inclusion & Engagement priorities. Identify opportunities for collaboration across NRGs and with business stakeholders, while supporting planning, communications, and operational consistency. Share best practices and lessons learned to strengthen NRG effectiveness and help evolve activities from standalone events to more strategic, measurable experiences. Data, Insights, and Measurement Track, analyze, and report on NRG membership, participation, engagement, and impact while identifying actionable insights and opportunities that support culture, talent, and business priorities. Develop recurring reports and summarize insights for leaders, sponsors, and stakeholders, identifying trends, gaps, and opportunities tied to culture, talent, and business priorities. Partner with People Analytics, HR, and NRG leaders to strengthen measurement and reporting, and communicate NRG value in support of associate experience, leadership development, and enterprise goals. Stakeholder Partnership and Communication Serve as a key operational contact for NRG leaders, providing guidance, coordination, and support. Partner with NRG leaders, sponsors, HR, and Inclusion & Engagement team members to drive alignment and follow-through. Manage communication channels and support updates, agendas, summaries, and briefing materials, ensuring messaging is clear, inclusive, and aligned with enterprise priorities. Exercise sound judgment and discretion when handling sensitive information. Project Management and Continuous Improvement Manage project plans, timelines, deliverables, and stakeholder coordination for NRG initiatives and enterprise projects, including complex workstreams across multiple leaders, communities, and functions. Identify and implement process improvements that strengthen governance, efficiency, and leader experience. Surface risks, barriers, and resource needs, and support continuous improvement efforts while adapting to shifting priorities and maintaining alignment with enterprise expectations and culture strategy. What makes you successful Strong project management and execution skills, with the ability to organize work, manage timelines, coordinate stakeholders, identify risks, and deliver high-quality results in a matrixed environment. Proven ability to build trusted relationships and collaborate effectively with leaders, associates, HR partners, and cross-functional stakeholders. Ability to analyze information, identify themes and insights, and translate data or feedback into clear recommendations and action steps. Strong written, verbal, and presentation skills, with the ability to develop clear, practical, audience-appropriate materials. Sound judgment, discretion, and professionalism in handling sensitive or confidential information. Adaptability and resilience in managing transformation, ambiguity, competing priorities, and evolving business needs. Use your skills to make an impact Required qualifications and skills: 5+ years of experience in inclusion and engagement, culture, associate experience, human resources, community engagement, project management, communications, organizational effectiveness, or a related human capital or business discipline. 2 + years of experience supporting programs, initiatives, communities, or workstreams focused on inclusion, belonging, engagement, culture, associate experience, or talent outcomes. Proficiency with Microsoft Office and collaboration tools, including Word, Excel, PowerPoint, Teams, and SharePoint; ability to use reporting, workflow, or automation tools to support operational effectiveness. Preferred skills: Bachelor's degree in Human Resources, Business Administration, Communications, Organizational Development, Organizational Psychology, Social Sciences, or a related field, or equivalent experience. Prior involvement in a Network Resource Group, associate resource group, employee resource group, associate community, or similar enterprise inclusion, engagement, or culture initiative beyond general membership. Experience supporting enterprise governance, leader enablement, community engagement, or cross-functional program execution. Experience with survey tools, listening platforms, HR systems, people analytics, Power BI, Power Automate, or related reporting and workflow tools. Experience working in a centralized, matrixed, or enterprise operating model. Demonstrated interest in strengthening associate experience, talent development, belonging, and community at enterprise scale. Additional information: In this role you will report to the Director of Inclusion Advisory and Practice. You will be an individual contributor. This role is fully remote within the US. In this role you will have travel up to 10%. Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information. Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required. Scheduled Weekly Hours 40 Pay Range The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc. $86,300 - $118,700 per year This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance. Description of Benefits Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities. Application Deadline: 09-22-2026 About us About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com. ​ Equal Opportunity Employer It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.